Inbound recruiting, a talent magnet
The inbound recruiting, but what is it? Inspired by marketing and its methods, inbound recruiting can be defined in 4 words : attract, convert, recruit and retain talent. So no doubt, recruiters are taking inspiration from an approach that works, to bait candidates. Gone are the days when recruiters would post a job ad and wisely wait behind their desks for CVs to arrive. The balance of power has shifted and candidates are much more selective.
Candidate persona, my precious
The tense employment context and the competition that goes with it, demands that a company recruit on an almost permanent basis. As a result, you need to think clearly and define your needs precisely and clearly. This boils down to determining the key positions and the typology of candidates to be hired. It is on this basis that the persona candidates, in other words, the target, will be constructed.
Come on, you ask, what is acandidate persona? It's THE dream profile, by profession. It's from this that efforts will be concentrated to attract him/her. What are his or her professional and personal qualities, as well as his or her appetites in terms of motivations, objectives and values?
Once identified, the characteristics of the candidate persona are transformed into keywords. These will be used to reach them on the media they visit, looking for information. From then on, all that's left to do is activate all the levers to make the company visible and change strangers, into interested candidates.
Candidate, I love you too?
Today, a candidate enquires, online, about the company likely to hire him or her. The data he gathers via blogs, social networks influence his decision to take the plunge.
So, the employer brand, becomes a must-have, because it defines the company and can make the difference. Of course, it's important to look after your image, but it has to look as good on the outside as it does on the inside. Simply put, a reality aligned with what employees experience.
What is its added value compared to competitors? What will make people choose this company? That's what the employer brand tells us.
It tells us what makes the company tick.
It says what is done and shows it. A company shouldn't hesitate to speak out. It's innovative in recruitment or engagement, so let it be known. It's the information that expresses its DNA. The aim of displaying it is to limit incompatibility setbacks. Carrying your values high, for a natural selection of future candidates.
Come home with me!
Good, and how do you get interested candidates to apply? 
Giving meaning. Meaning is the essence of motivation for new generations, but also for older ones. They seek to make their contribution to the world around them. The more the benefits of the position are seen, the more likely you are to win them over.
You know
what it's all about
.Do you know the customer experience ? Bring the customer experience to life. Set up tests on the company's career site, videos, testimonials and why not, the stages of the recruitment process. If the size of your company allows it, make an event of it: job dating, open days, afterwork... innovation doesn't only require means.
.On the other hand, it takes time to build an e-reputation, but ultimately, little time to damage it. So, it goes hand in hand with a good mastery of your digital communication to make sure you put things into perspective.
If you're looking for an e-reputation, you've come to the right place.
L'inbounb recruiting, from qualities to flaws
The inbound recruiting has virtues, as we've seen, but it's not a Swiss army knife. It serves sourcing, which is the upstream phase of recruitment, but not the process as a whole.
The aim of inbound recruiting, is to identify potential candidates far upstream to build up an active talent pool. It has value over time, and relies on highlighting interesting, regular content to generate traffic. So it's a useful tool to complement other areas of expertise.
To conclude, inbound recruiting goes hand in hand, with a solid employer brand. It's not an option, but the foundation of effective inbound recruiting.
